Is a slow worker a bad worker? Often we think this is so, but is it, really? What’s our view at Anderson Scott? Well – it depends. It sounds as though we’re sitting on the fence, but we’re not. For us, it’s about having a more granular approach to recruitment rather than one that is …
by Anderson Scott 
What’s the true cost of a bad apple? What’s the true cost of a bad hiring decision? Well, it’s probably more than you think. Based on studies, the average cost of a mis-hire is six-times base salary. This can be even higher for a manager or senior executive – 15 times and 27 times base …
by Anderson Scott 
How to interview a candidate to identify the right behaviours. In our previous blogs, we have argued that to find the right person for the right role, behaviour is more important than experience – and yet it is experience where most recruiters focus their attention. They ask questions based on someone’s CV, around what …
by Anderson Scott 
Is your recruitment process current, based on today’s challenges? It’s a fast-moving, dynamic business environment out there. To succeed, people are key; they are your greatest asset. A fast moving environment requires people with certain attributes. Forbes, the authoritive business magazine, recently published the top 5 qualities to look for in hiring people, in order …
by Anderson Scott 
So you have done your interviewing and made your offer to your new hire. All is looking good until you receive the references. We’ve all been there! The reference comes back and it isn’t a glowing one. What would you do? You’d probably do what the vast majority of people do facing this situation? Dismiss …
by Anderson Scott 
As a recruiter, I believe it is really important (actually somewhat imperative) that, when hiring, you to understand someone’s motivations. Without such an understanding, how can we make an accurate hiring decision? How will we know if they’re the best person for the job, or indeed how we should manage them, once in post, to …
by Anderson Scott 
Collectively, we’re doing a lousy job of attracting great talent to our businesses. “we’re looking for skills in this”, “we’re looking for experience in that”, “we offer a competitive and flexible package”, “you’ll be working with passionate people”, “a tremendous opportunity for personal growth”, blah, blah, blah, so most job ads go! Poor job ads are a symptom of poor …
by Anderson Scott 
I watched the film, Moneyball last night. A true story. For those who have not seen the film, it’s the true story of the Oakland A’s general manager Billy Beane’s successful attempt to assemble a baseball team on a lean budget by employing statistical analysis to acquire new players. Historically, baseball coaches had valued athleticism. They still do. …
by Anderson Scott 
My post last month was about Behaviours being the number one focus for the hiring process. Businesses consistently get it wrong, hiring mainly on experience, when it’s mainly behaviours why someone gets fired, not experience. I said, in that post, that I would cover a way to hire on behaviours – how I do it. I …
by Anderson Scott 
This sounds really obvious…but isn’t the aim of any hiring about getting the right person in to a role (and I’ve underlined person for a reason). However….the mistake made by many businesses, when making a decision on the person they’re going to hire, is that they focus far too much on previous experience and, interestingly, previous experience …
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